Press Center / Press Releases
April 28, 2009
GLASSDOOR.COM® EXPANDS TO HELP JOB SEEKERS, ADDING
FREE JOB INTERVIEW REVIEWS, QUESTIONS AND RATINGS
Nearly 2,000 Interview Reviews for 1,000+ Companies in 40 Countries
Collected During Private Beta
April 2, 2009
NEW SURVEY OF U.S. EMPLOYEES REVEALS SURPRISING LEVEL OF OPTIMISM
DESPITE SLIDING CONFIDENCE IN FUTURE JOB SECURITY AND PAY INCREASES
However more employees willing to take salary cuts, unpaid leave and forfeit
vacation to keep jobs than in Q4
January 7, 2009
NEW SURVEY REVEALS EMPLOYEES BELIEVE LAY OFFS MORE LIKELY TO HAPPEN TO COWORKERS
4 in 5 Employees Have No Concerns about Being Laid Off in Next Six Months
December 30, 2008
GLASSDOOR.COM LAUNCHES EMPLOYEES' CHOICE AWARDS
UNVEILING THE 50 BEST PLACES TO WORK
General Mills, Bain & Company and Netflix Top List, According to Their Employees
October 28, 2008
GLASSDOOR.COM SECURES $6.5 MILLION IN SERIES B FUNDING
LED BY SUTTER HILL VENTURES
Sutter Hill Managing Director Jim White Joins the Company's Board
October 13, 2008
GLASSDOOR.COM SHOWS COLLEGE STUDENTS THE MONEY
Student Accounts Offer Free Inside Look at Salary and Job Information
for More than 11,000 Employers
August 26, 2008
GLASSDOOR.COM OPENS DOORS TO WORKPLACES AROUND THE WORLD
Salary and Bonus Information Now Available in More Than 100 Countries;
Ability to Segment by Years of Experience and Location
June 11, 2008
GLASSDOOR.COM LAUNCHES PUBLIC BETA, OPENING DOORS TO EMPLOYEE SALARIES, BONUSES, REVIEWS AND RATINGS AT
ANY COMPANY FOR FREE
Employee-Generated Content Makes it Possible to Get an Inside Look at Any Job at Any Company
May 14, 2008
START UP GLASSDOOR.COM ANNOUNCES BOARD OF DIRECTORS
Seasoned Execs from Zillow, Expedia, EA, and TripAdvisor Join Benchmark-Backed Venture
GLASSDOOR.COM® EXPANDS TO HELP JOB SEEKERS, ADDING FREE JOB INTERVIEW REVIEWS, QUESTIONS AND RATINGS
Nearly 2,000 Interview Reviews for 1,000+ Companies in 40 Countries Collected During Private Beta
SAUSALITO, CALIF (April 28, 2009) — With unemployment rising to record levels, career site Glassdoor.com is launching a new section today to help job seekers better prepare for and stand out in the increasingly competitive job interview process. Glassdoor's new Job Interview Questions and Reviews section allows job seekers to get insight into the interview process and questions they may encounter for a potential job at a specific company — all for free. The company is extending the same "give to get" model it created to increase transparency around company pay and working environments to the most critical part of job cycle - the job interview.
Over the past several weeks, Glassdoor has been collecting anonymous job interview questions and reviews through a closed beta from applicants who have completed an interview in the past two years. The reviews include details from actual candidates about the entire hiring process from the interview format, average duration to overall difficulty, and actual questions that were asked. Each review also includes details as to whether an offer was made and whether it was accepted or rejected — and why — along with any negotiation tips. Approximately 2,000 interview questions and reviews for more than 1,000 companies across a variety of sectors have been collected to date. This data can now be accessed through a new Interviews tab from the Glassdoor.com home page. From here, anyone can also leave a review about a recent job interview experience through a short form that takes less than five minutes to complete.
"Today's job market is more competitive than ever, and being prepared can increase your odds of getting an offer, give you more confidence, and reduce pre-interview anxiety. The job interview is the front door of the job cycle and is the next logical step for Glassdoor to bring greater transparency to every aspect of our careers," said Robert Hohman, co-founder and CEO of Glassdoor.com. "Glassdoor's new Interview Questions and Reviews section allows people to act like a fly on the wall in thousands of interviews, gathering important insights from the vantage of other candidates. In addition to the useful information found in Glassdoor's company reviews and salary reports, Interviews allows any job candidate to customize a study guide specific to a job opportunity, company and industry to get an important edge in this tough market."
Specifically, Glassdoor's new Interviews Questions and Reviews Section includes:
- Interview background details: Each interview review is categorized by a job title, company, location and time period when the interview occurred. The easy page layout also outlines how the interviewee secured the interview (referral, job posting, etc), the type of interview(s) (1:1, panel, etc.) and how long the process took. Of the job reviews submitted on Glassdoor.com, the average interview takes 25 days from start to finish and more than half were secured through an online job posting (38%) or through an employee referral (17%).
- Interview questions and community answers: Interview reviewers are asked to share up to five of the most difficult or unexpected questions asked and provide any insights on the answer. Other community members can mark the questions as helpful or not helpful and provide suggested answers.
- Interview ratings (hard/easy; positive/negative): Users are asked to rate their overall experience for ease or difficulty and whether they were left with a positive or negative impression. Interestingly, a hard interview does not translate to a negative experience. For example, a marketing analyst candidate at American Express in New York rated the interview difficult but the overall experience positive, whereas a systems engineer candidate at Google in Santa Clara rated the process difficult and the overall experience negative.
- Interview outcome: Candidates are encouraged to wait until the interview process is over so they can share the final outcome: whether the candidate was offered the job or not and if it was accepted or declined, and why.
- Negotiation tips: Candidates who received a job offer can also share details of the offer and any negotiation tactics they used or suggestions for others in the same situation.
Adding to the Glassdoor community features, users have complete control over how the Interviews section is categorized by selecting relevant keyword tags for each review and question submitted. This makes it easier to browse by job types and companies and sort by the most relevant interview questions (e.g., marketing, java, sales, brain teasers, etc.).
Anyone visiting Glassdoor can view all Interview Questions and Reviews for its seven "Sneak Peek" companies: Accenture; Cisco Systems; Deloitte; Google; JP Morgan Chase; Microsoft; and Yahoo. To see job interview reviews for other companies, a user must create an account using a valid e-mail address and contribute an anonymous interview review or a company review. Existing members who have previously completed a company review have immediate access to all Interview Questions and Reviews. However, to see all salaries and other compensation data for all companies beyond the sneak peeks, a user must also complete an anonymous salary survey for any job held within the past the years. Students who have no interview or work experience can still access Glassdoor data after requesting an account using an active .edu email address from students@glassdoor.com.
Glassdoor has received significant response from around the world since its public beta launch in June 2008. Today, more than 200,000 salary reports and reviews have been approved from users from 23,000 companies in more than 100 countries. By comparison, at launch, Glassdoor had about 3,000 salary reports and company reviews for 250 companies, highly concentrated in the technology sector in the United States. As with company reviews and salary reports, all interview reviews must adhere to Glassdoor's Community Guidelines and are reviewed and approved by a Glassdoor team member before posting to the site.
For more information about Glassdoor, visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit the Glassdoor blog.
# # #
EDITOR'S NOTE: To receive detailed information about the interviews section, obtain screen shots, company graphics or receive a media log in to see all data, please contact pr@glassdoor.com.
About Glassdoor.com
Glassdoor.com is a career and workplace community where anyone can find and anonymously share
real-time reviews, ratings and salary details about specific jobs and job interviews for
specific employers — for free. Designed to deliver greater transparency around our work life,
Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for
the first time — unedited employee opinions about a company's work environment along with
details of pay, benefits and CEO approval ratings along with detailed accounts and questions about
the interview and hiring process. Glassdoor was founded in 2007 and launched its public beta in
June 2008. Headquartered in Sausalito, Calif. Glassdoor has received $9.5 million from
Benchmark Capital and Sutter Hill Ventures, which followed initial seed investment from Glassdoor
co-founders Rich Barton, Robert Hohman and Tim Besse.
NEW SURVEY OF U.S. EMPLOYEES REVEALS SURPRISING LEVEL OF OPTIMISM DESPITE SLIDING CONFIDENCE IN FUTURE JOB SECURITY AND PAY INCREASES
However more employees willing to take salary cuts, unpaid leave and forfeit vacation to keep jobs than in Q4
SAUSALITO, CALIF (April 2, 2009) — Despite lower employee confidence in the areas of job security and pay raises, the majority of employees1 have a surprising level of optimism relating to their ability to sidestep layoffs, the future outlook of their employer and expectations for pay increases, according to the Q1 Glassdoor.com Employee Confidence Survey of 1,576 employed adults conducted by Harris Interactive2. The new quarterly survey measures four key indicators of employee confidence in the areas of job security, salary expectations, re-hire probability and company outlook. In addition, the survey tracks the concessions employees are willing to take to keep their jobs. A summary is below:
Job Security: 74% have no lay off concerns but overall concerns edge higher;
more concerned about co-workers
Fewer employees appear secure in their jobs as about one in four (26%) employees have concerns they
could be laid off in the next six months whereas 44 percent are concerned co-workers could be laid
off, up from 21 percent and 42 percent respectively in December. Despite the rise in concerns, nearly
three in four (74%) employees have no concerns they will be laid off. Concerns are notably greater
among those who work for companies that already had or communicated layoffs with 46 percent concerned
they will be laid off in the next six months while 84 percent are concerned co-workers will.
Company Outlook: 86% think company outlook will stay the same or improve in next
six months
Many employees, including those self employed, may think that the worst is over as the majority
report that they expect their company's business outlook to remain stable (51%) or get better (35%)
in the next six months compared to just 14 percent who think it will get worse. Those 55 and over
have less confidence in their companies with 29 percent expecting the outlook to get better in the
next 6 months compared to 42 percent of those 45-54. The future isn't as bright for those whose
companies have already endured/communicated layoffs as these employees are three times more likely
to expect their company's outlook to worsen (25%) in the next six months than those who haven't
experienced such actions (8%).
Salary Expectation: 36% expect annual raises; higher among men and those
making $75K+
More than one-third (36%) of employees expect to receive a raise or cost of living increase in the
next six months, down slightly from the 40 percent in December. Interestingly the highest
confidence in expected pay raises is among those with the highest household income, above $75,000
per year (44%) and those who live in the Northeast (42%), which is the only region where more
raises/cost of living increases are expected than not. Men also tend to be more bullish on raises
than women with 39 percent and 32 percent respectively expecting a pay increase. The gender gap is
larger for younger (18-34) workers with 43 percent of men expecting a raise/cost of living increase,
compared to 31 percent of women.
Re-Hire Probability: 46% of employees 55+ think it is unlikely they could find a new
job within 6 months
Should employees lose their job, 39 percent think it is at least somewhat likely they will find a job
matched to their historical experience and compensation within six months. Re-hire confidence is
highest among younger workers (18-34) as 43 percent say it is at least likely they will find a job
within six months compared to 30 percent of workers 55 and over. In fact, 46 percent of workers 55
and over think it is unlikely they will find a new job at a commensurate level and more than
one-fourth (29%) think getting re-hired within six months is very unlikely.
Concession Indicators: Salary cuts, unpaid leave and vacation forfeiture becoming
more palatable
Taking on more projects and responsibility (70%) and working more hours (62%) remain the leading
concessions employees are willing to accept to keep their job. However, in the past 3 months, more
employees have warmed to salary cuts, unpaid leave, and lost vacation as options to keeping their
pay check. Forty percent are now willing to take a pay cut compared to 30 percent last quarter and
about one-third (34%) are willing to take unpaid leave, compared to the one in four (24%) in December.
However, nearly half (48%) say they will not take a pay cut to keep their job and 38% will not take
a furlough or other unpaid leave. Pay cuts are most acceptable to those with college degrees or higher
(51%) and those earning more than $75,000 (48%). Younger employees (18-34) are more inclined to
forfeit vacation or paid time off (35%) than workers 55+ (24%).
Commentary:
"While confidence of employees is dragged down by the weakened economy, we still see a fair bit of optimism in job security and expectations for pay and company performance. Like consumer confidence, employee confidence tends to lag behind the economy and we expect to see more employees willing to make concessions if concerns grow and work confidence lowers in the quarters ahead," said Glassdoor.com career expert Rusty Rueff, who has run global human resources departments at Electronic Arts and PepsiCo before co-authoring Talent Force: A New Manifesto for the Human Side of Business. "We're also seeing a bit of Pavlov's syndrome among those who work for companies that have had layoffs. Once you see broad layoff effects first hand, you're more likely to fear they might still happen to you and your coworkers. This can lower confidence in other career areas like salary growth and company outlook. How employers navigate the layoff aftermath can have important implications for employee morale and confidence in the future."
"We've initiated this quarterly survey to monitor U.S. employee sentiment as a complement to the salary and opinion data we already collect from those who voluntary contribute data on Glassdoor.com. We plan to keep this measurement front and center and expect over time, we will see correlations between employee sentiment and consumer confidence as indicators of economic recovery," said Robert Hohman, co-founder and CEO of Glassdoor.com, a career and workplace community where people can find and share information about salaries, jobs and companies.
For more details and methodology of the survey, see the
Glassdoor.com Confidence Survey Summary and Methodology.
1 For the purposes of this study "employees" were defined as U.S, adults 18+ employed full time or part time unless otherwise indicated.
2 The survey was conducted online within the United States by Harris Interactive on behalf of Glassdoor.com between March 19-23, 2009 via its QuickQuerySM online omnibus service, interviewing a nationwide sample of 2,798 U.S. adults aged 18 years and older, of whom 1,576 are employed full time or part time. The Q4 survey was conducted Dec.16-18, 2008 among 2,281 U.S. adults 18+ of whom 1,331 were currently employed (full time or part-time).This online survey is not based on a probability sample and therefore no estimates of theoretical sampling error can be calculated. A full methodology, including weighting variables, is available.
About Glassdoor.com
Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse. To date, Glassdoor has raised $8.5 million from its founders, Benchmark Capital and Sutter Hill Ventures.
About Harris Interactive
Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com.
Media Contact:
Dawn Lyon
pr@glassdoor.com
+1-415-846-4706 or
415-339-9105 x800
NEW SURVEY REVEALS EMPLOYEES BELIEVE LAY OFFS MORE LIKELY TO HAPPEN TO COWORKERS; 4 IN 5 EMPLOYEES HAVE NO CONCERNS ABOUT BEING LAID OFF IN NEXT SIX MONTHS
Should pink slips loom, majority of employees would be willing to work longer hours and take on more projects and responsibilities but NOT willing to take pay cuts or forfeit vacation
SAUSALITO, CALIF (January 7, 2009) — Despite the high number of December layoffs, and increasing rates of unemployment across the country, employees1 have a surprisingly high level of confidence relating to their own jobs and compensation in the next six to 12 months, according to a year-end survey2 of 1,331 employed adults conducted by Harris Interactive on behalf of Glassdoor.com. A summary of survey highlights is below:
Not me! Employees think layoffs more likely to happen to "someone else"
While about half (52%) of employees admit they are working harder to avoid layoffs given the current economic climate, about four out of five (79%) employed adults say they are not concerned about being laid off from their job in the next six months. It appears optimism for coworkers isn't quite as high. Forty-two percent of employees say they are concerned their company will lay off other employees in the next six months yet half as many, or about one in five (21%) employees, are concerned they will be laid off during the same period.
Many employees say they expect pay raises and bonuses in the short term despite economic climate
- Even amid widespread company cost-cutting, 40 percent of employees say they expect a pay raise or cost of living increase in the next 12 months while 40 percent do not expect a raise and 20 percent say they are unsure.
-
Of those eligible for an annual bonus, 57 percent expect a bonus and 40 percent do not expect a
bonus3. Of those who expect a bonus,
- 41% expect it to be about the same as last bonus
- 28% expect it to be less than last bonus
- 15% expect it to be more than last bonus
- 16% are unsure of the amount
Employees favor more work and longer hours over pay cuts or losing vacation to avoid a layoff
More employees say they would be willing to take on more work or forego other benefits than those willing to take a cut in salary or wages, lose vacation or take unpaid leave. In fact, 61 percent of employees went so far as to say they would not be willing to take a pay cut if they discovered their job was in jeopardy. In order to keep their jobs, employees would be willing to:
60% increase amount of hours worked
46% give up perks like commuter subsidies, on-site cafeteria, child care, dry cleaner, gym access
32% accept a reduction in health and dental benefits coverage
30% accept a cut in salary or wages
24% forfeit paid time off or vacation
24% take an unpaid leave or sabbatical
Employees in companies that have already cut jobs have more concerns and lower expectations
Nearly half (49%) of all employees say their company has made changes to the number of employees or benefits and/or perks in the past six months. About one in four (26%) say their company has laid off employees or communicated plans to lay off employees and another one in four (25%) say their company has changed compensation or reduced pay. Those employees who work in companies that have reported lay offs have more concerns about future job cuts and lower expectations than those who work in companies that have not reported layoffs. A summary of the break down is below:
|
Employees who work for companies that have reported layoffs versus those that haven't are more likely to: |
Total n=1,331 |
Employees from companies that have communicated layoffs within the past 6 months n=327 |
Employees from companies who have not communicated layoffs within the past six months n=1004 |
|
Have concerns about being laid off in next six months |
21% |
45% |
12% |
|
Have concerns coworkers will be laid off in next six months |
42% |
87% |
26% |
|
Be working harder to avoid a lay off given the current state of the economy |
52% |
69% |
46% |
|
Not expect a pay raise in next 12 months |
40% |
49% |
36% |
|
Not expect a bonus |
25% |
32% |
22% |
|
To take on more projects and responsibilities to avoid a lay off |
74% |
84% |
70% |
What does this mean?
"This data reinforces the need for employers to be more open and transparent with their plans for the company and people. It is human nature to always think that something bad will happen to someone else but never to me. Employees often think them personally — or their company — will be insulated from layoffs and that someone else will lose their job, not them, often causing shock and denial when notified their job has been eliminated," said Rusty Rueff, co-author of Talent Force: A New Manifesto for the Human Side of Business and former HR executive at Electronic Arts and Pepsico, who is also a member of Glassdoor's board of directors. "Fourth quarter layoffs may just be a prelude of what's to come and both employers and talent should take time now to communicate and plan short-term options and contingencies. In today's environment there's no reason to continue to have people surprised and not prepared for the worst."
"Salary and total compensation are very important to employees so we aren't surprised more than half of employees are unwilling to take pay cuts to avoid a lay off. We are surprised, however, that so many employees say they are not personally concerned about layoffs, particularly given the frequency we're seeing people discuss layoffs in their Glassdoor reviews over the past few months," said Robert Hohman, co-founder and CEO of Glassdoor.com, a career and workplace community bringing greater transparency to salaries and workplaces.
1 For the purposes of this study "employees" were defined as U.S, adults 18+ employed full time or part time.
2 The survey was conducted online within the United States by Harris Interactive on behalf of Glassdoor.com between Dec.16-18, 2008 among 2,281 U.S. adults 18+ of whom 1,331 are currently employed (full time or part-time). This online survey is not based on a probability sample and therefore no estimates of theoretical sampling error can be calculated. A full methodology, including weighting variables, is available.
3 Respondents were asked about an annual bonus Dec. 16-18, 2008. While some companies pay out year-end bonuses, many companies do not pay bonuses until year-end books are closed and reported during the following first quarter.
About Glassdoor.com
Glassdoor.com is a new career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse.
About Harris Interactive
Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com.
Media Contact:
Dawn Lyon
pr@glassdoor.com
+1-415-846-4706 or
415-339-9105 x800
GLASSDOOR.COM LAUNCHES EMPLOYEES' CHOICE AWARDS
UNVEILING THE 50 BEST PLACES TO WORK
General Mills, Bain & Company and Netflix Top List, According to Their Employees
SAUSALITO, CALIF (December 30, 2008) — Glassdoor.com®, a career and workplace community bringing greater transparency to company cultures and compensation, today released its first annual Employees' Choice Awards1, listing the top 50 "Best Places to Work" based on surveys2 collected from employees at more than 11,000 companies operating in the United States. General Mills had the highest rating from its employees, followed closely by Bain & Company, Netflix, Adobe and Northwestern Mutual, which round out the top five companies on Glassdoor's inaugural list.
"The Glassdoor Employees' Choice Awards are truly unique in that they are based on the unbiased voices of the people who walk the halls every day and know these companies best," said Robert Hohman, CEO and co-founder of Glassdoor.com. "Despite the inherent challenges faced by most businesses today, reading just a handful of company reviews on Glassdoor.com makes it easy to see the attributes that make these top companies consistently stand out and distinguish themselves from the pack."
Unlike many workplace-related awards that require companies to self nominate, Glassdoor relies solely on the input from employees. The ranking of the top 50 list was determined by each company's overall rating3 on Glassdoor, which is the cumulative average rating from employees who elected to participate in a 20-question survey that addresses key workplace factors, including work/life balance, career opportunities, communication, compensation and benefits, employee morale, recognition and feedback, senior leadership as well as fairness and respect.
General Mills' rating was 4.5 and employees gave CEO Ken Powell a 96% approval rating. The complete list along with corresponding CEO approval rating is below.
|
Glassdoor Employees' Choice: 50 Best Places to Work |
||||
|
Rank |
Company |
Overall (5-point scale) |
CEO |
CEO Approval |
|
1 |
General Mills |
4.5 |
Ken Powell |
96 |
|
2 |
Bain & Company |
4.5 |
Orit Gadiesh |
88 |
|
3 |
Netflix |
4.4 |
Reed Hastings |
100 |
|
4 |
Adobe |
4.3 |
Shantanu Narayen |
82 |
|
5 |
Northwestern Mutual |
4.2 |
Edward J. Zore |
98 |
|
6 |
Whole Foods |
4.2 |
John P. Mackey |
85 |
|
7 |
|
4.1 |
Eric E. Schmidt |
89 |
|
8 |
SAP |
4.1 |
Henning Kagermann |
75 |
|
9 |
Continental Airlines |
4.1 |
Larry Kellner |
79 |
|
10 |
NetApp |
4.0 |
Dan Warmenhoven |
79 |
|
11 |
Intuit |
4.0 |
Brad D. Smith |
78 |
|
12 |
McKinsey & Company |
4.0 |
Ian Davis |
85 |
|
13 |
FactSet |
3.9 |
Philip A. Hadley |
91 |
|
14 |
Boston Consulting |
3.9 |
Hans-Paul Bürkner |
71 |
|
15 |
Procter & Gamble |
3.9 |
A.G. Lafley |
86 |
|
16 |
Caterpillar |
3.9 |
Jim Owens |
85 |
|
17 |
Genentech |
3.8 |
Art Levinson |
94 |
|
18 |
CareerBuilder |
3.8 |
Matt Ferguson |
86 |
|
19 |
Apple |
3.8 |
Steve Jobs |
90 |
|
20 |
Juniper Networks |
3.8 |
Kevin Johnson |
n/a |
|
21 |
Marriott |
3.8 |
Bill Marriott Jr. |
82 |
|
22 |
NIKE |
3.8 |
Mark G. Parker |
100 |
|
23 |
Ernst & Young Global |
3.8 |
Jim Turley |
79 |
|
24 |
MITRE |
3.8 |
Alfred Grasso |
53 |
|
25 |
Chevron |
3.8 |
Dave O'Reilly |
73 |
|
26 |
Goldman Sachs |
3.8 |
Lloyd C. Blankfein |
86 |
|
27 |
Nordstrom |
3.8 |
Blake W. Nordstrom |
75 |
|
28 |
Citrix Systems |
3.7 |
Mark B. Templeton |
77 |
|
29 |
Schlumberger |
3.7 |
Andrew Gould |
70 |
|
30 |
Booz Allen Hamilton |
3.7 |
Ralph W. Shrader |
61 |
|
31 |
National Instruments |
3.7 |
James J. Truchard |
74 |
|
32 |
Novell |
3.7 |
Ron Hovsepian |
64 |
|
33 |
PricewaterhouseCoopers |
3.7 |
Sam DiPiazza Jr. |
59 |
|
34 |
American Express |
3.6 |
Ken Chenault |
80 |
|
35 |
Cisco Systems |
3.6 |
John T. Chambers |
79 |
|
36 |
USAA |
3.6 |
Joe Robles Jr. |
83 |
|
37 |
EMC |
3.6 |
Joe Tucci |
60 |
|
38 |
Capital One |
3.6 |
Rich Fairbank |
68 |
|
39 |
QUALCOMM |
3.6 |
Paul E. Jacobs |
75 |
|
40 |
MetLife |
3.6 |
Rob Henrikson |
53 |
|
41 |
Lockheed Martin |
3.6 |
Robert J. Stevens |
63 |
|
42 |
Texas Instruments |
3.6 |
Rich Templeton |
64 |
|
43 |
US Army |
3.6 |
Pete Geren III |
50 |
|
44 |
Deloitte |
3.5 |
Jim Quigley |
64 |
|
45 |
Wells Fargo |
3.5 |
John G. Stumpf |
65 |
|
46 |
Best Buy |
3.5 |
Brad Anderson |
64 |
|
47 |
salesforce.com |
3.5 |
Marc Benioff |
69 |
|
48 |
Accenture |
3.5 |
Bill Green |
67 |
|
49 |
FedEx |
3.5 |
Fred Smith |
67 |
|
50 |
Paychex |
3.5 |
Jon Judge |
59 |
For more information about the awards and sample reviews from top companies, visit http://www.glassdoor.com/Best-Places-to-Work-LST_KQ0,19.htm and the Glassdoor.com blog (http://www.glassdoor.com/blog/). A complete copy of the Glassdoor survey along with additional information about the Best Places to Work methodology may be requested via email: BestPlacestoWork@glassdoor.com. For more information about Glassdoor and to read company reviews visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit and/or subscribe to the Glassdoor blog.
About Glassdoor.com
Glassdoor.com is a new career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see -- for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse.
Media Contact:
Dawn Lyon
pr@glassdoor.com
+1-415-846-4706 or
415-339-9105 x800
1 To be eligible for the inaugural Employees' Choice Awards for the Best Places to Work companies must have received at least 25 reviews from U.S.-based employees who are current employees of the company or who were employed at some time during 2008, maintain a 'satisfied' or above cumulative average overall and across eight workplace factors addressed in the company's voluntary 20-question survey, and the company's CEO must have an approval rating higher than 50%.
2 Glassdoor carefully reviews each ratings survey, company review and salary report submitted through its website and only those surveys and reports that are approved by the Glassdoor research team are eligible for the list.
3 The overall rating on Glassdoor.com is based on a 5-point scale with 5 being "extremely satisfied" and 1 being "extremely dissatisfied."
GLASSDOOR.COM SECURES $6.5 MILLION IN SERIES B FUNDING LED BY SUTTER HILL VENTURES
Sutter Hill Managing Director Jim White Joins the Company's Board
SAUSALITO, Calif. (October 28, 2008) - Glassdoor.com, the leading online career and workplace community, today announced it has secured $6.5 million in Series B funding. The round was led by Sutter Hill Ventures and included participation from existing investor Benchmark Capital. With this round, Jim White, managing director of Sutter Hill Ventures, assumes a new seat on the Glassdoor board of directors. Glassdoor is the only site that offers free access to real-time salary details for any job within a company, along with in-depth employee reviews of a company's culture and leadership, including a company's overall rating and CEO approval rating. Since Glassdoor.com unveiled its public beta in June, the site's "employee generated content," has grown nearly 40-fold to more than 115,000 contributions for 14,000 companies across a wide section of global industries. Immediately following its debut, Glassdoor received contributions from employees around the globe, prompting the company to accelerate its international capabilities in August by launching the ability to view salaries in more than 100 local currencies. The most active U.S. metro areas are currently New York, San Francisco and Chicago while London tops the list of international cities with the most employee contributions. Jim White, managing director at Sutter Hill Ventures, commented, "Glassdoor has experienced tremendous growth and is poised to become the most trusted source for helping people make informed decisions about their work. We're impressed with Glassdoor's talented team of industry veterans and their category-leading technology that makes them well positioned to take advantage of the considerable market opportunity in the career space."
"Glassdoor is transforming the way people think about their careers," said Robert Hohman, co-founder and chief executive officer of Glassdoor. "In the face of these tough economic times, this additional financing allows us to continue to grow the Glassdoor community and advance our product and business around the globe." He continued, "In this business climate, people are hungrier than ever for information about jobs and workplaces. We're improving the breadth, depth, and quality of our content to help employees as well as working to support the growing interest we're seeing from employers."
Initial seed funding for Glassdoor was provided in 2007 by its co-founders Hohman, Tim Besse, vice president of marketing, and Richard Barton, non-executive chairman of the board. Benchmark Capital provided the company's initial venture round with $3 million in November 2007.
For more information about Glassdoor, visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit the Glassdoor blog (http://blog.glassdoor.com/).
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About Sutter Hill Ventures Sutter Hill Ventures is a venture capital firm that finances technology-based start-up and early-stage companies that pioneer products or services in growth markets, especially those in information technology and health care. Founded in 1964, it is one of Silicon Valley's original venture capital firms. Some of the companies backed by Sutter Hill include: Network Appliance, Legato, Quantum, StorageTek, Data Domain, Alteon, Linear Technology, nVidia, and BroadVision. For more information about Sutter Hill Ventures, please visit www.shv.com.
About Glassdoor.com Glassdoor.com is a new career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers -- for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see -- for the first time - unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse.
Media Contact:
Angela Nibbs
pr@glassdoor.com
415-339-9105 x800
GLASSDOOR.COM SHOWS COLLEGE STUDENTS THE MONEY
Student Accounts Offer Free Inside Look at Salary and Job Information for More than 11,000 Employers
SAUSALITO, CALIF (October 13, 2008) - Although economics professors might remind us that there is no such thing as a free lunch, there is such a thing as free information about any company or job. Glassdoor.com, a new career and workplace community, has made it possible for students to see salary details and company reviews for more than 11,000 potential employers in 80 countries.
Glassdoor offers students an inside look at some of the largest, most reputable companies in every industry - which covers just about every company likely to visit a college campus. Glassdoor is like the TripAdvisor of jobs and workplaces, using "employee generated content" to help people find specific details about a company or job such as:
- Salaries, bonuses, commissions and more for real titles at a specific company, in a specific location
- Reviews that hit on the good and the bad, along with "advice to senior management"
- Ratings on important factors like work-life balance, career opportunities, communication, compensation and benefits, morale, recognition and feedback, senior leadership, fairness and respect
"We always knew that Glassdoor would be an invaluable resource for those managing their careers, but we think students just beginning their career will find it equally valuable for researching companies, preparing for interviews and hopefully negotiating their first offer," said Glassdoor CEO Robert Hohman. "No matter what career path a student might be interested in pursuing, Glassdoor can offer students real-world insights from real employees."
While Glassdoor membership is free, its "give to get" model requires users to give information about their current or former employer before being able to see the information for all companies. However, Glassdoor is waiving this requirement for students and career service professionals. In addition to being able to browse the information for Glassdoor's Sneak Peek companies (Accenture, Cisco Systems, Deloitte, Google, JPMorgan Chase, Microsoft, and Yahoo!), students can obtain full access to the content and the community. "This is a great opportunity for students to evaluate their options when it comes to their careers and potential future employers," said Anne Orange, a Librarian from University of South Carolina. "Students should take advantage of the free accounts at Glassdoor and take their professional education beyond the classroom."
"I'm glad to see that Glassdoor is trying to become a resource for students as I think this site can be extremely helpful to those looking for and evaluating job opportunities," said Scott Crawford, Director of Career Services at Wabash College in Crawfordsville, Indiana. "Glassdoor encourages college students to take cues from employees and look at potential employers beyond just base salary and determine whether a job and company are right for them."
To obtain their free account, students and career service professionals should email Glassdoor.com at students@glassdoor.com from a valid .edu email account. Student accounts offer full access for a period of up to one year; and at the end of each year students will be asked if they would like to renew their Glassdoor account.
Students may also join the Glassdoor.com Facebook community and become
a fan:
http://www.new.facebook.com/pages/Glassdoorcom/17433690754?ref=ts
For more information about Glassdoor, visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit the Glassdoor blog (http://blog.glassdoor.com/).
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About Glassdoor.com Glassdoor.com is a new career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers -- for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see -- for the first time - unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Glassdoor is headquartered in Sausalito, Calif. and was founded by Richard Barton, Robert Hohman and Tim Besse.
Media Contact:
Samantha Weeks
pr@glassdoor.com
415-339-9105 x800
GLASSDOOR.COM OPENS DOORS TO WORKPLACES AROUND THE WORLD
Salary and Bonus Information Now Available in More Than 100 Countries;
Ability to Segment by Years of Experience and Location
SAUSALITO, CALIF (August 26, 2008) - From India to Istanbul, the doors to international workplaces and compensation around the globe are now wide open for employees as Glassdoor.com, a new career and workplace community, has made it possible to see salary and other pay details in the local currency of more than 100 countries. Glassdoor allows anyone to find and anonymously share real-time reviews, ratings and salary details about specific jobs in specific companies and locations - all for free. Since its public debut in June, the Web site has attracted more than 60,000 salary reports and company reviews for more than 11,000 employers in more than 80 countries.
"We've been very pleased by the initial response to Glassdoor and have accelerated our international expansion to meet the strong demand from all corners of the world. Information about salaries and employers is a powerful tool that transcends borders and we're delighted employees from around the globe find Glassdoor valuable," said Robert Hohman, CEO of Glassdoor.com. "By presenting pay information in their local currency, we're making Glassdoor more relevant to more people, and that can only help lead to more productive work discussions and better-informed career decisions everywhere."
Although Glassdoor has been collecting salaries, reviews and ratings from employees around the world since its launch, only those salaries collected in U.S. dollars have been displayed until today. Now an employee who works in the United Kingdom, for example, can select their country from a drop down menu and instantly see salary details for UK jobs in Great British pounds while a worker in India can see relevant information in Indian rupees. This also applies to data for large multi-national corporations where employees are regularly paid in their local currency. For example, for IBM, which has received more than 2,000 reviews and salary reports from employees in 34 countries, including its headquarters in Armonk, NY all the way to their office in Auckland, New Zealand, salaries and reviews may now be seen in 25 currencies.
The top 10 countries for contributions from Glassdoor members are:
- United States
- Canada
- United Kingdom
- India
- Australia
- France
- Germany
- Ireland
- China
- Japan
In addition to the multi-currency capabilities, Glassdoor has also launched functionality that makes it easier to see a snapshot of Total Pay by position within a company, as well as filter by location and years of experience. For example, a Senior Software Development Engineer at Microsoft in the United States can make between US$60,000 and US$210,000, inclusive of bonus and other compensation. In just one step, users can see that those at the lower end of the range have less than 3 years of experience while those at the top range have more than 10 years of experience.
While Glassdoor membership is free, it maintains a "give to get" model which means users are required to first give information about their current or recent employer before being able to see all the information on all companies. Before contributing their own information, however, anyone can browse the types of information and details available on Glassdoor via its Sneak Peek companies, which include Accenture, Cisco Systems, Deloitte, Google, JPMorgan Chase, Microsoft, Yahoo!.
For more information about Glassdoor, visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit the Glassdoor blog.
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About Glassdoor.com
Glassdoor.com is a new career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers — for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see — for the first time — unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Headquartered in Sausalito, Calif. Glassdoor has received $3 million from Benchmark Capital, which followed initial seed investment from Glassdoor co-founders Rich Barton, Robert Hohman and Tim Besse.
Media Contact:
Dawn Lyon
pr@glassdoor.com
415-339-9105 x800
GLASSDOOR.COM LAUNCHES PUBLIC BETA, OPENING DOORS TO EMPLOYEE SALARIES, BONUSES, REVIEWS AND RATINGS AT ANY COMPANY FOR FREE
Employee-Generated Content Makes it Possible to Get an Inside Look at Any Job at Any Company
SAUSALITO, CALIF (June 11, 2008) – For as long as most working Americans can remember, talk about salaries and compensation in the workplace has been taboo, just as trying to figure out what it's really like to work for a prospective employer has been next to impossible. A new site launching in public beta today is addressing these challenges head on. Glassdoor.com is a career and workplace community where anyone can go to find and anonymously share real-time reviews, ratings and salary details about specific jobs in specific companies – all for free.
“Work matters a great deal to our daily lives, yet detailed information about jobs and employers is still hard to find. We've built Glassdoor to make it easier for anyone to peek inside the walls of a prospective employer — or even the next cubicle — to get information that will foster more productive conversations and lead to better career decisions,” said Robert Hohman, co-founder and chief executive officer of Glassdoor.com. “Glassdoor's employee-generated content provides a level of transparency in the two key drivers of employee motivation – compensation and culture – that is not available from any other source. Our beta launch is just the first step toward Glassdoor becoming the TripAdvisor of the workplace.”
Registration and access to all employee reviews and salary details on Glassdoor is free to anyone provided they first contribute a review and/or salary survey for their current employer or any position they have held within the last three years. Through this “give-to-get” model, Glassdoor is populated with anonymous employee-generated content, providing valuable information and perspective about workplaces that is otherwise hard to find, from the people who know best - employees.
Founded in 2007, Glassdoor has been collecting company reviews and salary reports from employees who work for targeted companies over the past several months. To date, Glassdoor has accumulated nearly 3,300 reviews and salary reports for more than 250 companies, primarily concentrated in the Silicon Valley high-tech and New York financial services arenas. As part of its debut, Glassdoor is allowing visitors to preview all available data for four “Sneak Peek” companies: Cisco; Google; Microsoft; and Yahoo!. Once a visitor completes a company review and/or salary survey, they are granted anonymous and unrestricted access to the equivalent data for all other companies within the Glassdoor dynamic community that includes:
- Detailed company reviews. Glassdoor encourages balanced feedback in its company reviews and asks respondents to provide “pros” and “cons,” along with “advice to senior management”. These unedited accounts provide insight into what employees on the inside really think, showing the good, the bad, and a lot more in between.
- Employee ratings on workplace and leadership, including CEO approval ratings. Through a series of questions, users are asked to rate the company and a range of workplace culture factors, including areas like work-life balance, fairness and respect, employee morale, and senior leadership. Glassdoor also features CEO approval ratings, providing a real-time pulse of how employees think the person in the top job is doing.
- Compensation information by company and position. Unlike most salary services that only report aggregated data by generic position type and industry, Glassdoor provides details of salary, bonuses, and other compensation for actual positions and titles at specific companies. For example, users can see exactly what a software engineer at Google makes, along with bonuses and types of equity grants, in comparison to a software development engineer at Microsoft.
Registered members may also anonymously comment on any review and elect to “watch an employer” to be alerted when there are new reviews or salaries posted for a specific company. Details for more than 40,000 companies are already pre-loaded in the system and if an employer is not in the community database, anyone can add it at any time with the contribution of a review or salary survey.
While a member's identity is never revealed to the Glassdoor community, the company requires a valid and verified e-mail address in order to register and submit survey data. Before being posted to the community, every review and salary survey is read by a Glassdoor team member to ensure the content adheres to its terms of service and community guidelines and does not compromise anonymity. The company estimates this review process could initially take between a few to 48 hours. However, once a submission is received, users may immediately access data for all companies.
Today's Workforce Still Uncomfortable Sharing Compensation Yet Wants More Transparency
Details about compensation and company information, including culture and other qualitative factors, are important for workers today yet traditionally difficult to access. Most workers are not comfortable openly discussing current compensation with people at work and the quantitative and qualitative information collected through annual employee surveys are rarely distributed widely. A recent survey(1) conducted by Harris Interactive® on behalf of Glassdoor.com illustrates the sentiment of today's workforce:
- Employed adults(2) are more comfortable talking to their spouse or significant other (64%) and best friend (34%) about their current compensation than their boss (24%), a human resources representative (17%), a recruiter (6%) or a direct report (2%).
- 59 percent of employed adults said they wished they had a better understanding of fair market compensation for their position and skill set at their company and in their local job market.
- Half (52%) of employed adults say they'd be more comfortable sharing details of their current compensation if they could do so anonymously although one out of 10 (11%) say they are not comfortable sharing compensation information with anyone.
- Less than 40 percent (38%) of employed adults say their company does a good job sharing internal employee satisfaction survey results with employees.
- It is hard to accurately assess a prospective employer from hiring interviews: about two out of three workers(3) (64%) say they've found the reality of a new job different than what they expected from the hiring process. The areas with the most notable gaps to reality include: job responsibilities (43%); hours expected to work (42%); employees treated with fairness and respect (42%); employee morale (41%); and; Boss's personality (40%).
Employers Stand to Benefit from Glassdoor
Glassdoor provides employers a real-time barometer of internal satisfaction and compensation in the competitive market. While many companies participate in annual salary reviews and internal employee surveys, reports from these assessments are expensive and results can lag several months. The ability to see current compensation data is extremely helpful, especially in markets where salaries for positions in high demand can fluctuate widely in the course of just a few months. For example, demand for many types of software engineering skills in the Bay Area has grown considerably during the past several months, increasing compensation packages.
“We've designed the Glassdoor community with both employees and employers in mind. Glassdoor provides an important forum to exchange information about the workplace that can also benefit employers by helping them stay on top of issues and compensation trends, giving them an edge in recruitment, retention and overall employee engagement,” said Hohman. “Employers tell us they see Glassdoor as a helpful supplement to costly annual surveys that can provide more current insight into employee sentiment and the competition. Glassdoor can help management quickly address issues and, most importantly, exploit areas of strength.”
Glassdoor is inviting employers to get involved in the beta and site development process through its Employer Advisory Panel, which the company also kicked off today. Official company representatives from management, human resources and internal communications are encouraged to join the panel to preview new features and participate in periodic surveys and focus groups. Anyone interested who meets these criteria may join the panel by sending an email with contact details to employeradvisors@glassdoor.com.
For more information about Glassdoor, visit www.glassdoor.com. To receive regular updates about new and interesting data and reports, visit the Glassdoor blog.
(1) The Glassdoor.com study was conducted online within the United States by Harris Interactive May 15-19, 2008 among 2,505 adults ages 18+, of whom, 2,464 have ever had a job and 1,691 are currently employed. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated.
(2) For the purposes of this study, the term “employed adults” refers to U.S. adults ages 18+ who are currently employed full time, part time, and/or self employed (n= 1,691).
(3) For the purposes of this study, the term “workers” refers to U.S. adults ages 18+ who have ever had a job (n= 2,464).
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EDITOR'S NOTE: To receive detailed information about the survey or obtain screen shots, company graphics and other data, please contact pr@glassdoor.com.
About Glassdoor.com
Glassdoor.com is building a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers —for free. Designed to deliver greater transparency around our work life, Glassdoor enables employees, job seekers, employers and recruiters to simultaneously see —for the first time – unedited employee opinions about a company's work environment along with details of pay, benefits and CEO approval ratings. Glassdoor was founded in 2007 and launched its public beta in June 2008. Headquartered in Sausalito, Calif. Glassdoor has received $3 million from Benchmark Capital, which followed initial seed investment from Glassdoor co-founders Rich Barton, Robert Hohman and Tim Besse.
About Harris Interactive
Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com.
Media Contacts:
Dawn Lyon
pr@glassdoor.com
415-339-9105 x800
Angela Nibbs
pr@glassdoor.com
415-339-9105 x800
START UP GLASSDOOR.COM ANNOUNCES BOARD OF DIRECTORS
Seasoned Execs from Zillow, Expedia, EA, and TripAdvisor Join Benchmark-Backed Venture
SAUSALITO, CALIF. (May 14, 2008) – On the heels of launching an invitation-only, private beta, Glassdoor.com, a new consumer technology company that has yet to disclose details of its product, today announced the remaining three members of its five-member board of directors. The new members join Glassdoor co-founders Robert Hohman, the company's chief executive officer, and Rich Barton, who is non-executive chairman of the Glassdoor board and currently CEO, chairman and co-founder of Zillow.com.
The new Glassdoor board members include:
- Erik Blachford, CEO of TerraPass and former president and CEO of Expedia, Inc. and CEO of IAC/InterActiveCorp's travel division;
- Stephen Kaufer, president and CEO of TripAdvisor and former president of CDS, Inc.; and
- Rusty Rueff, former CEO of SNOCAP, the digital music commerce provider for MySpace, and previous EVP at Electronic Arts and executive at PepsiCo.
“I'm excited about the stellar group of executives who've come together on our board. This is a high-energy and well-rounded team that will be instrumental in helping chart the strategic path for Glassdoor,” said Hohman. “We're getting close to officially unveiling Glassdoor and are very excited with our progress to date and the opportunities ahead.”
Glassdoor was founded in late 2007 by Barton and Hohman, who previously worked together at Expedia, which Barton founded in 1994, and also Microsoft, where they both began their careers. The third co-founder is Tim Besse, who is vice president of product and marketing.
Initial funding for Glassdoor was provided by the founders, followed by $3 million in Series B financing led by Benchmark Capital. After months of development, Glassdoor recently launched a private beta and expects to debut publicly in the coming months.
Below is a brief biographical summary of each board member. Additional information on each can be found at www.glassdoor.com.
Glassdoor Board Members
Robert Hohman. Hohman was most recently president of discount travel site Hotwire.com, which is a division of Expedia, Inc., and was previously president for Expedia's luxury brand, Classic Custom Vacations. As one of the original Expedia team members who joined from Microsoft, Hohman also served as executive vice president of cruise and packages after leading the engineering team that developed the site's booking system. Hohman started his career at Microsoft and worked in a variety of engineering roles.
Richard Barton. Barton co-founded real estate Web site Zillow.com in 1995 and serves as CEO and chairman of the board. Barton founded Expedia within Microsoft in 1994 and took the company public in 1999. He served as the president, CEO and a director until March 2003. He is currently a venture partner at Benchmark Capital and on the board of directors of Netflix and Avvo.
Erik Blachford. Erik Blachford is currently the CEO at TerraPass, Inc. He was formerly president and CEO of Expedia, Inc. and CEO of IAC/InterActiveCorp's travel division, IAC Travel, which includes online travel businesses Expedia, Hotels.com, Hotwire, Classic Custom Vacations, and Interval International. Previous positions include president, Expedia North America and senior vice president, marketing and programming. Blachford also serves on the board of directors at TerraPass, Zillow, and PickPackGo.
Stephen Kaufer. Stephen Kaufer is the CEO and co-founder of TripAdvisor, a Web site providing traveler reviews and recommendations. He was formerly the president of CDS, Inc., an independent software vendor specializing in programming and testing tools. Previously, Kaufer was co-founder and vice president of engineering of CenterLine Software. Winner of the 2005 Ernst & Young Entrepreneur of the Year Award, Kaufer holds several software patents and is a frequent speaker at international conferences. He is also a board member of the Caring for Carcinoid Foundation.
Rusty Rueff. Rueff was most recently CEO of SNOCAP until its sale to imeem in April 2008. Rueff was previously an executive vice president at Electronic Arts, where he was responsible for a number of corporate functions and services. Before joining EA, he was with the PepsiCo companies for 10 years, serving in a variety of positions and has also been an on-air radio personality. He is a member of the board of directors of ItzBig, Inc., an executive trustee of the American Conservatory Theater, a member of the Grammy Foundation Board, a member of the Academy of Television Arts & Sciences and co-author of the book “Talent Force” (Prentice-Hall. 2006).
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Media Contact:
Dawn Lyon
pr@glassdoor.com
415-339-9105 x800
